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A woman on a laptop with text reading, "How to Prepare Now for Hiring Seasonal Staff for the Holidays"

How to Prepare Now for Hiring Seasonal Staff for the Holidays

How to Prepare Now for Hiring Seasonal Staff for the Holidays 1016 528 Sprockets

Thousands of seasonal staff members are hired each year during the holidays. These seasonal employees may be at a business for two weeks or up to two months. No matter the length of employment, some of them will be identified as top-notch workers. In order to keep having great seasonal workers, take some time now to prepare properly. Let’s review what you need to do to prepare for the seasonal hiring process and how to set yourself up for a successful, productive holiday season.

5 Tips for Hiring Seasonal Employees

1. Assess Your Needs

The first thing to do is reflect on the past seasons when you needed extra help. Consider the strategies you used and how effective they were. Think about the challenges you faced as well as the success you accomplished. It will be helpful to analyze efforts in the previous couple of years, if possible. That way, you can get an idea of how many seasonal employees you must hire.  

2. Identify Who You Want to Return

As you monitor your seasonal staff members throughout the holidays, take notes. Are they consistently punctual? Do they help customers with a positive attitude? Have you received any complaints about them? (When thinking of which seasonal employees you’d like to return, remember that you should make it known before they leave!)

3. Start Early

Aim to get the best seasonal hires before your competitors snatch them up. This means that you have to start hiring early. Give yourself a hiring window of at least two to three months. The following are some of the things you can do during this time period: 

  • Create Optimized Job Descriptions: The focus and details of the job description should be similar to that of year-round employees. Include the total period you need each seasonal employee for and whether there is a chance for their position to be permanent.   
  • Get Creative With Seasonal Hiring Strategies: Consider offering referral incentives to your current employees and customers. Or, reach out to previous seasonal staff members to find out if they are still interested this year.
  • Conduct Effective Interviews: Just because you are hiring seasonal employees does not mean you should overlook the interview process. Otherwise, you could miss out on selecting candidates who have the best skills and match your organization’s culture.
  • Screen Your Applicants: Examine your candidates carefully by thoroughly checking their resumes, contacting their references, and, if possible, conducting background checks. This ensures that you don’t end up with bigger issues after hiring them.

4. Conduct a Positive Onboarding Process

You should set clear expectations to ensure that your seasonal staff knows what is expected of them. Make sure that you also clarify that the position is temporary so that they don’t get disgruntled later on. Additionally, train and mentor the seasonal staff properly and give them time to settle in to be able to work efficiently when the rush hits. This ensures that you do not become disappointed when you need them the most.

5. Conduct Exit Interviews

At the end of the holiday season, be sure to conduct exit interviews (or online surveys) with all seasonal employees. This exit interview should help you understand how to attract and retain other employees in the future. The following list of questions is a good place to start:

  • How did you hear about this job opening?
  • Why were you interested in this job?
  • What was your favorite part of the job?
  • Was there anything you wish you could change about the position?
  • Do you have any feedback for management?
  • Are you interested in returning next year?

The answers to these questions should give you the information you need to make smarter hiring decisions. If the majority of people heard about the job opening through a social media post, try sponsoring posts next year to reach more people. When candidates tell you what they liked most about the job, be sure to emphasize that information in the job description! It’s important to keep in mind that getting information is only helpful if you decide to take action based on it.

Discover the Ideal Applicants Before Interviewing Them

A woman on a laptop hiring applicantsYou have enough to worry about without having to dedicate time to the tedious hiring process. Let Sprockets handle the heavy lifting with our AI-powered hiring solution. We offer free job postings to augment sourcing as well as a sophisticated applicant matching system that reveals who will perform like your top employees. Plus, you can get alerts when an ideal match is found! The list goes on, but you don’t have to take our word for it. Simply see what all of our happy customers have to say!

Schedule a free demo now to start hiring the best seasonal employees for the holidays.

Personal on laptop and text reading, "4 Easy Tips to Follow When Creating Seasonal Job Postings"

4 Easy Tips to Follow When Creating Seasonal Job Postings

4 Easy Tips to Follow When Creating Seasonal Job Postings 1016 528 Sprockets

While the summer months may mean hiking through national parks or reading novels on the beach, the reality for many people is working — and hiring — seasonal employees. Creating seasonal job postings is a necessary, yet complex first step. Luckily, we outlined five easy-to-follow tips when crafting job listings. The right job description attracts the right candidates for the position and saves you time from sorting through unqualified applicants.

Post to Job Boards for FREE with Sprockets

Save an average of $400 on the recruiting process so you can allocate funds elsewhere while still attracting top talent! Simply publish your current job openings within our AI-powered platform to reach millions of job seekers.

1. Highlight the Seasonal Aspect of the Job

It’s crucial your applicants understand your employment opportunity is seasonal or part-time. Directly state the months a potential employee will be needed so that job seekers understand the exact time commitment. Remember, not everyone searching for jobs is looking for a full-time position, so it may benefit applicants to know you are looking for seasonal employment. 

2. Outline Job Requirements and Qualifications

Summer jobs are typically for students on break, so their skills and qualifications may be limited. For this reason, be sure to spell out what is absolutely necessary for the job versus what is a nice bonus.

For example, a required qualification for an amusement park employee is a certification in CPR, but a preferred qualification is previous customer service experience.

3. Be Clear and Concise 

This may seem obvious, but a great seasonal job posting is easily readable, clear, and concise. You should be able to skim the description to gain a basic understanding of the position and shouldn’t have to dig for key points.

Although your age requirement is likely older, keep the job description at a middle school reading level. 

Here’s an example of a poor job posting for an amusement park:

We are looking for summer staff to work primarily May-August. Positions include ride operator, concessions, and ticket booth. Apply below or come in for a seasonal job application.

Pay range: $8-$13/hour

Here’s an example of a great job posting for an amusement park:

Have a fun summer at the amusement park with us! We are looking for outgoing people to join our summer staff from May through August. 

Required Qualifications:

  • Current CPR certification
  • Valid Driver’s License
  • At least 16 years old

Work Environment:

  • Primarily outdoors
  • Indoor break periods
  • Water and uniform provided

Pay:

  • Beginning pay is $10/hour
  • Returning staff receive .50 extra/hour for each year they return

Bonus Perks:

  • Free entry to the park
  • Late-night staff only park events 
  • Discounted seasonal passes for family members

4. Post to Multiple Job Boards

To guarantee an ideal match for your seasonal job opportunities, you’ll want to post your job description to multiple job sites, such as Snagajob, ZipRecruiter, Adzuna, Upward, and more. This will maximize your exposure, leading to wider applicant pools. 

Creating Seasonal Job Postings Are Worth It

Ultimately, taking the time to write a clear, honest job description is worth every minute. It attracts more qualified candidates and brings in applicants who are more likely to succeed at a seasonal work position. 

Ensure Applicants Are the Right Fit With Sprockets

A man on a laptop doing a pre-employment assessmentOnce you follow these simple tips, you’ll have to decide which applicants to interview — and we can help! Sprockets creates a unique success profile based on your current top-performing employees and empowers you to find the ideal applicants for your team.

A Gen Z worker on his phone with text reading "5 Tips for Managing Generation Z Employees in the Workplace"

5 Tips for Managing Generation Z Employees in the Workplace

5 Tips for Managing Generation Z Employees in the Workplace 1016 528 Sprockets

Generation Z is making its way into the business world with tremendous strides, but are you managing members of this group to the best of your ability? Every generation is unique, so owners and operators must adapt their management styles to bring out the best in these new employees. Defined as any individual born after 1997, Gen Zers can be vastly different from Millennials. They’ve had separate sets of life experiences that molded them into the people they are today, which could also affect how they view companies and behave at work.

So, the question remains: What are the best tips for managing Generation Z employees in the workplace? Find out below to start increasing productivity and improving retention!

Managing Gen Z Employees in the Workplace

1. Hire the Ideal Gen Z Workers for Your Business

The oldest Gen Zers are in their late teens and early twenties, which means many of them are searching for entry-level positions that typically involve hourly pay. That’s great news for industries such as fast-food service, home health care, and retail, which rely on hiring young, energetic individuals. 

However, it’s still crucial to be selective about who you hire. Onboarding employees quickly to save time can end up wasting more resources when workers don’t meet expectations. That’s why you should utilize tools such as Sprockets’ AI-powered platform with a sophisticated applicant matching system. It reveals which applicants are likely to succeed and stay long-term, ultimately improving retention and making it easier to manage Gen Z employees. It even includes free job postings to help augment sourcing efforts!

2. Maintain a Positive Company Culture

As with most generations, Gen Z is looking to work for businesses that cultivate positive company cultures. They’d like to enjoy the work they do and feel valued, which ultimately leads to higher productivity, better team morale, and more employee engagement with Gen Z workers. Take time to get to know your employees, request feedback on your management style, encourage diversity, and recognize hard work. (You can find even more ideas for creating Generation Z’s preferred work environment in our blog on 10 Tips for Creating a Positive Company Culture!)

3. Allow for Work-Life Balance

Similar to company culture, Gen Z employees also seek positions at businesses that allow them to maintain a work-life balance. As much as someone might love their job, it’s important to provide breaks, PTO, and flexible schedules so they can lead healthy lives outside of work hours. Otherwise, you risk burnout, reduced productivity, and even costly employee turnover.

4. Ease Health Concerns in the Workplace

As we mentioned earlier, every generation has unique life experiences that can influence their outlook and behavior. In this case, the COVID-19 pandemic is likely one of the most impactful events for Generation Z. In a Pew Research Center study conducted in March 2020, half of Gen Zers from age 18 to 23 stated that they, or a member of their household, had been financially affected by the pandemic. Another report by Deloitte explains that worries about health and finances are growing concerns among Gen Z. Make sure you implement processes that ease concerns around job stability and health — both physical and mental health.

5. Embrace Technology

Technology also plays a major role in the lives of Gen Zers, with smartphones and social media platforms at the forefront of their daily routines. It’s critical for managers to embrace this movement and use digital tools that improve the workplace environment. Check out our blog on How to Use HR Tech to Elevate Your Company Culture for some ideas.

Attract and Retain the Best Gen Zers With Sprockets

The Sprockets platformIt makes a significant difference in managing and motivating Gen Z employees at work when you hire the best applicants from the start. That’s why we created Sprockets, an AI-powered platform that finds the ideal applicants based on a unique success profile for your business. It’s convenient, precise, and proven to work, helping users improve employee retention by an average of 43%. 

See what our happy customers say about it, including owners and operators from top brands like McDonald’s, then schedule a demo to enjoy the same success!

People on their phones and text reading "Hiring Gen Z: How to Attract the Next Generation of Workers"

Hiring Gen Z: How to Attract the Next Generation of Workers

Hiring Gen Z: How to Attract the Next Generation of Workers 1016 528 Sprockets

Gen Z makes up 32% of the world’s population, and it’s expected that about 60 million job seekers will burst onto the job market in the next ten years. Having grown up in a world saturated with technology and internet culture as well as a time of steep economic ebbs and flows, hiring Gen Z requires understanding the unique needs and drives of this generation.

It’s time to think about your strategy for recruiting Gen Z if you haven’t already, as their idea of an ideal work environment is a bit different than that of the past. Let’s take a look at what you need to know about attracting and maintaining Gen Z employees.

Who Is Generation Z?

There isn’t total agreement on when exactly the range for belonging to Gen Z begins and ends, but a commonly proposed concept is that Generation Z is comprised of people who were born between 1995 and 2012.

Gen Z is the first generation that is considered to be “digital native.” Millennials were “digital pioneers,” growing up at the same time that social media and technology were radically changing our lives and work. Gen Z, on the other hand, was primarily born into a world where social media was the norm and information was always immediately accessible.

While all generations are made up of unique individuals, there are definitely some generational trends that emerge when looking at this group of people who range between 10 and 26 years old in 2021. Here are some of the characteristics that have been identified as relating to Gen Z:

  • Financially focused
  • Entrepreneurial
  • Technology-focused
  • Social both online and offline
  • Competitive
  • Open-minded in certain respects
  • Enjoy working independently
  • Desire to be heard

Because of the quickly changing world we live in, the gaps between generations are quite large. This means that Generation Z recruiting looks different when dealing with younger generations versus generations of the past, such as the Baby Boomers.

Recruiting Generation Z: What Gen Z Wants From Work

If you’re wondering how to attract Generation Z employees, you’re going to need to learn what it is they are looking for from a job and a career. Gen Z grew up surrounded by technology and information while also riding a pretty extreme economic rollercoaster.

(Are you wondering what character traits to look for in applicants? Check out this article.)

Flexibility

Gen Z expects that a job offers flexible work options. This means the opportunity to work remotely or have a choice where they work, as well as an understanding that there is some schedule flexibility.

Teamwork and Company Culture

If you’re wondering how to recruit Gen Z, you’ll want to focus on building a sense of being part of a team and energetic company culture. With more and more people working remotely, it’s more important than ever that workers feel like they are a part of something working toward larger goals.

Millennials have proven to be very interested in finding a company culture that suits them when on the job hunt. Gen Z recruiting trends point to a similar emphasis on desiring a good fit when it comes to the company culture.

Work-Life Balance

What does Generation Z want in a job? Well, honestly, they want a job that isn’t going to take over their lives.

Work-life balance is important to Gen Z in their career track and job. This generation wants to work for companies that don’t cause a big deal if they need to have a doctor’s appointment or have an emergency at home they need to deal with. Gen Z wants to work for a company and with people who understand that we are all human and have real lives.

In addition, people are pushing back on the intrusion of work into their “off” time. Increasingly, it is attractive to young job seekers that there is an emphasis on being “clocked in” and “clocked out,” rather than an expectation that you’re responding to an email from your boss at 10 p.m. on a Friday.

Growth

Another aspect of how to attract Generation Z employees has to do with providing opportunities for growth. This generation is more concerned about where a job could get them than the actual job title itself. Having lived in a time of great uncertainty, Gen Z wants to know what their potential for career advancement is.

Social Awareness

Gen Z has proven itself to be very concerned with whether or not the corporation is committed to social responsibility. This has to do with both social and environmental issues.

Mentorships

Mixing members of different generations within the same team is another strategy for attracting and maintaining Gen Z employees. This allows the younger generations to learn from older generations and help them form their career and life goals.

Job Rotation

Members of Gen Z are particularly interested in having the chance to rotate through several jobs while they are in their first few years with a company. This gives them the opportunity to figure out which particular role they are most interested in pursuing in the long run.

Hiring Gen Z: How to Recruit Gen Z for Your Company

Someone on a laptop screening high quality candidatesThe workplace is an ever-changing environment, and companies are already focusing their recruiting practices based on the preferences, needs, and desires of Generation Z. When you hire someone, you want to know that everyone will benefit from the arrangement and allow both the employee and your company to reach its full potential. By understanding what Gen Z is looking for in a career, you can attract and keep the best of the best.

If you’re ready to get serious about hiring Gen Z at your company, our AI-powered platform might be just the thing you need. It finds the common thread between your top employees and incoming applicants, ultimately enabling you to make better hiring decisions and improve employee retention. Sprockets even offers free job posting, tax-credit screening, virtual recruiters, and more. Schedule a free demo today!

A man and woman in an office and text reading "How to Use HR Tech to Elevate Your Company Culture"

How to Use HR Tech to Elevate Your Company Culture

How to Use HR Tech to Elevate Your Company Culture 1016 528 Sprockets

Focusing on company culture is more important than ever as work attitudes change. Having a strong culture enables businesses to hire better-fitting employees in terms of skills and personality. Moreover, well-defined values make it easier for everyone to stick to a mission. 

Conversely, a non-existent or poorly defined company culture will result in disengaged employees, and products and services can suffer—resulting in lost customers and revenue. 

For many HR teams, creating a strong company culture is difficult. HR tech can help by freeing up time and making your processes more efficient. This technology also has many other benefits when elevating company culture.

What Is meant by HR tech?

The term “HR tech” is used to define all software that eases the administrative burden of HR teams. It can be used to screen applicants, analyze employee performance, and save time.

Examples of HR tech include employee analytics software, payroll automation systems, and application tracking systems.

The Biggest Challenges When Creating a Company Culture

Finding People With the Right Skills and Personalities

Recruiting employees with the skills businesses need is difficult enough, and the complexity mounts when HR teams also need to consider personalities. If team members don’t share values or buy into a company mission, nurturing a culture that inspires growth and innovation is problematic. 

When seeking to hire people that are a good match, teams must be crystal clear about what they’re looking for. Fine-tuning job descriptions and filtering searches will help. 

Mergers and Acquisitions

Though the average value of merger and acquisition (M&A) transactions declined in 2020 compared to 2019, M&As were still an essential part of growing many businesses.

A graph titled "Number & Value of M&A Worldwide"

Source: IMAA analysis; imaa-institute.org

Such practices can help companies increase their market share, consolidate assets, and more. However, if companies are not careful, M&As can also pose a threat to their company culture. If the two businesses and their employees aren’t on the same page, internal clashes can happen. 

If a business is looking to complete an M&A, it must look beyond the financial aspects alone and consider how to mitigate potential risks to its culture. 

Scaling Without Losing Identity

When scaling a business across numerous locations, or from startup to corporate, neglecting culture is a serious risk. This is particularly true when scaling across diverse regions. 

Becoming a global brand without sacrificing company culture is possible. Apple and Spotify are two examples of businesses that stuck to their original mission, despite serving hundreds of millions of people. Both have scaled without losing their corporate identity through good planning and strategizing. 

As the company expands, HR professionals should ensure every new hire can contribute to their existing culture and reinforce the company’s core values. 

How to Use HR Tech to Elevate Your Company Culture

Use Screening Software to Find the Right Fit

Remote and hybrid work mean that HR teams can expand their recruitment internationally. However, being unable to meet in person can make identifying and selecting the best-fitting applicants more challenging. 

More companies are turning to technology to help. In July 2020, research published by McKinsey & Co. revealed that 85% of surveyed executives have sped up their companies’ digitization process.

Graphs representing companies using HR tech

Source: McKinsey Global Business Executives Survey, July 2020

If teams are not already using the technology, screening software can help to find the right employees quickly. Instead of manually sifting through resumes and cover letters, HR teams can focus on other important tasks.

Use Messaging Solutions to Improve Communication

In Glassdoor’s Workplace Trends 2021 report, the company pointed out that 70% of its employees want a hybrid working agreement in the future. With team members spread across different locations and working at different times, however, communication becomes more important than ever.

Slack conducted a remote working survey in 2020 that highlighted the challenges of communicating using such models. They showed that 14% of the platform’s users still found that inefficient or slow communications and processes impacted them. For participants not using Slack, that figure rose to 21%.

A graph on workplace challenges

Source: Report: Remote work in the age of Covid-19, Slack, April 2020

Though messaging solutions won’t solve all of HR teams’ problems, having the tools in place will allow colleagues to set expectations and boundaries. With effective communication, employees will feel engaged and supported while upholding the company’s culture and vision. 

Use Onboarding and Offboarding Software

To emphasize and improve company culture, businesses should pay equal attention to their onboarding and offboarding processes. 

When integrating new hires within a company, giving them a run-through of the mission statement and values—and how they fit into the big picture—is essential. 

When their time with the company is coming to a close, outgoing employees are a great source of feedback. HR teams can use this information to tweak their current practices accordingly. 

HR tech is a capable tool to help welcome and say goodbye to employees in a way that elevates company culture. Teams can use survey software to gather feedback when offboarding and engagement technology to support their onboarding program. 

Invest in Analytics Software

Measuring employee performance is about more than how much money a person brings into a company. HR professionals also need to monitor employee engagement and offer growth opportunities. 

To reinforce company culture, businesses need employees who are willing to improve and innovate for their benefit, and the benefit of the company. 

An effective way to measure how employees are doing is by investing in HR analytics software. These platforms enable the department to benchmark data, analyze why employees are leaving, and more. 

Invest in Technology to Invest in Your Culture

Elevating company culture is a team effort, and the tools they use can make all the difference. Investing in HR tech is a great way to improve company culture by saving time and energy on manual work. HR teams will also find that they can gather information faster, engage employees better, and spread their message more effectively.

HR tech also allows hiring managers to screen potential employees, helping your company to achieve a balance between skills and personality. 

Author Bio

Dean from OnTheClockDean Mathews is the founder and CEO of OnTheClock, an employee time tracking app that helps over 10,000 companies all around the world track time. 

Dean has over 20 years of experience designing and developing business apps. He views software development as a form of art. If the artist creates a masterpiece, many people’s lives are touched and changed for the better. 

When he is not perfecting time tracking, Dean enjoys expanding his faith, spending time with family and friends, and finding ways to make the world just a little better.

A man typing on a keyboard and text reading "Improve Employee Retention With Artificial Intelligence"

How to Improve Employee Retention With Artificial Intelligence

How to Improve Employee Retention With Artificial Intelligence 1016 528 Sprockets

Did you know that the average cost of losing an employee can be more than $5,000, according to a study conducted by The Center for Hospitality Research at Cornell? This includes costs associated with pre-departure, recruiting, selection, training, and lost productivity. Plus, you have to consider the amount of time this whole process wastes when you could focus on important daily tasks instead.

Luckily, there are tools available that can improve employee retention with artificial intelligence! Sprockets, for instance, provides a user-friendly platform with a whole suite of sophisticated, AI-powered solutions. It predicts which applicants are the most likely to succeed and stay long-term, helping you build better teams from the start and reduce costly employee turnover.

Sprockets: Improving Employee Retention With Artificial Intelligence

How It Works

The way Sprockets works is simple. First, it creates a benchmark for success based on the personality traits of your current top-performing employees. Each incoming applicant is then evaluated with that unique success profile, allowing the Sprockets software to identify shared characteristics. Then, you can select the candidates with the highest “fit scores.” It removes the guesswork and reduces the number of interviews necessary to find the ideal employee.

Plus, the Sprockets platform includes free job posting to websites like ZipRecruiter and Snagajob ($400 value), reveals which applicants would provide Work Opportunity Tax Credits, and offers virtual recruiters who send instant alerts when a match has been found!

The Benefits

Owners and operators, especially in fast-paced industries with high rates of turnover, don’t have nearly enough time to search for applicants. That’s what makes Sprockets so essential. It’s the missing ingredient in your hiring process, empowering you to find and retain the best workers with less effort and resources. Here are the results that Sprockets users enjoy, on average:

  • 43% improvement in 90-day employee retention
  • 37% less time spent on the hiring process
  • 22% increase in annual employee retention

Success Stories

So, you know that our solution is powered by AI and proven by data. Now, it’s time to see what others have to say about Sprockets! These are only two of the many testimonials we’ve received from happy customers:

“We’re pleased with the investment, and we are absolutely going to continue to [use Sprockets] because it cuts down the amount of time we would spend on bad interviews.”

– Michael Mann, General Manager, Chick-fil-A

“The onboarding process was extremely easy. It was fast and very professional. I can’t think of a single problem or glitch that we had. As far as [Sprockets] being trustworthy, I would give that a giant stamp of approval.”

– Alecia Pineo, Owner, Visiting Angels

Match, Hire, and Retain Top Performers

The Sprockets platformStart improving your employee retention with Sprockets! It removes the guesswork from the hiring process, making it simple to select the ideal applicants and stop the cycle of costly turnover. You’ll even get access to free job postings, tax-credit experts, and virtual recruiters to source and screen candidates more effectively.

Schedule a brief demo now to see how Sprockets can improve your retention by 43%!

A doctor and patient with text reading "Can Employers Require the COVID-19 Vaccine?"

Can Employers Require the COVID-19 Vaccine?

Can Employers Require the COVID-19 Vaccine? 1016 528 Sprockets

It’s been on the minds of workers, job seekers, and business owners since vaccines became available: Can employers require a COVID-19 vaccine for their employees? While about half of the adult population in the U.S. has received at least one dose, several people have not been vaccinated due to medical reasons, personal preference, religion, or lack of availability.

Still, some U.S. employers have begun developing COVID-19 vaccination policies in line with information from the FDA, CDC, EEOC, and other regulatory bodies. Let’s take a shot at explaining everything you need to know about this complex situation.

What You Should Know About COVID-19 Vaccine Requirements

EEOC Guidelines

According to the Equal Employment Opportunity Commission (EEOC), employers can require COVID-19 vaccinations for all employees entering the workplace. It does not explicitly forbid mandatory vaccination programs.

Nevertheless, employers must accommodate employees with exemption requests due to religious beliefs or medical reasons. This may include wearing a mask, social distancing, or working from home.

FAQ: Can the CDC Mandate COVID-19 Vaccinations for Employees?

As an arm of the federal government, the Centers for Disease Control (CDC) does not mandate vaccinations or keep track of personal vaccination data. States, local governments, and employers can mandate COVID-19 vaccination programs, but only if it’s permissible under state and other applicable laws.

Employee Vaccination Incentives

Employers, corporations, and states are offering incentives to increase vaccination rates that include lottery tickets, passes to amusement parks, and even cash. These incentives must be limited in scope under the EEOC guidelines. It warns that “very large incentives” could make employees feel too pressured to reveal their protected medical data. 

Incentives must also comply with the ADA and the Genetic Information Nondiscrimination Act (GINA) as well as with federal, state, and local laws. Under the GINA, employers are not allowed to provide incentives to employees for convincing unvaccinated coworkers to get the shot.

Risks of Mandatory Vaccination Policies

Be aware that employers may be held responsible for workers’ compensation claims if subsequent injuries and illnesses are found to be related to the shots. This is where the situation becomes more complicated.

Employers who implement mandatory vaccination policies must consider that adverse reactions, requiring employees to seek medical intervention or rendering them unable to work, may be recorded on the OSHA logs if the illness or injury is related to the vaccine.

According to Brent Clark, a lawyer at Seyfarth Shaw, “If I’m going to go to the step of mandating the vaccine, then I’m going to own the reasonably foreseeable consequences that individuals may suffer or may result from that vaccination.”

Advice for Business Owners

Carefully assess the risk-to-reward ratio of implementing a mandatory vaccination program. Depending on your business, satisfying the compliance requirements may be more trouble than it’s worth. If you implement a requirement, make sure you inform staff about the process and explain how employees can submit requests for reasonable accommodations/exemptions for religious and medical reasons.

Finally, stay informed with the most up-to-date information. Regulatory agency guidance can change by the day!

Are You an Employer Struggling With Staffing Levels?

Someone on a laptop screening high quality candidatesIf so, Sprockets can help you source, screen, and select the ideal applicants. Our AI-powered solution reveals who shares characteristics with your top-performing employees, empowering you to make better hiring decisions and improve employee retention. The platform features free job posting ($400 value), tax-credit evaluation, and even virtual recruiters who send immediate alerts when they find an excellent candidate.

Schedule a brief demo now to see how Sprockets helps you maintain optimal staffing levels!

A man putting a sign on a door and text reading "Which States Will Return to Work Soonest After COVID-19?"

Which States Will Return to Work Soonest After COVID-19?

Which States Will Return to Work Soonest After COVID-19? 1016 528 Sprockets

The COVID-19 pandemic resulted in thousands of employees leaving the workforce via layoffs, furloughs, or resignations due to health concerns. Now, we are faced with a labor crisis that has people wondering, “Which states will return to work soonest after COVID-19?”

It’s a valid concern as more states begin to open back up to travel and tourism, encouraging a return to the “norm.” However, how can businesses keep up with consumer demand when it’s such a struggle to stabilize and maintain optimal staffing levels? Let’s examine which states are likely to see employment rise and explain what employers can do to get back to their norm.

Evaluating Which States Will Return to Work Soonest After COVID-19

Industries and Occupations Hit Hardest by the Pandemic

First, it’s important to take note of which industries COVID-19 impacted the most. After all, certain states rely more heavily on specific industries than others.

The unemployment rate in the U.S. reached a shocking 14.7% in April 2020, with an estimated 20.5 million jobs lost. Here are the eight occupational fields that saw the most significant drops in employment:

  1. Leisure and Hospitality
  2. Mining/Oil/Gas
  3. Travel and Transportation
  4. Construction
  5. Entertainment
  6. Laundry
  7. Self-Employment
  8. Manufacturing

States With the Highest Unemployment Rates

Now, fast forward to mid-2021 with a fresh look at unemployment rates by state, and we can gain even more insight into the effects of COVID-19. These are the 10 states with the highest rates of unemployment as of April, according to the Bureau of Labor Statistics (BLS):

  1. Hawaii: 8.5%
  2. California: 8.3%
  3. New York: 8.2%
  4. New Mexico: 8.2%
  5. Connecticut: 8.1%
  6. Nevada: 8.0 %
  7. New Jersey: 7.5%
  8. District of Columbia: 7.5%
  9. Pennsylvania: 7.4%
  10. Louisiana: 7.3%

States Bouncing Back the Quickest

So, while unemployment rates have improved since being at a country-wide average of 14.7% in April 2020, there is still a long way to go before we return to the pre-pandemic average of 3.5%. However, with the rise in vaccination rates, reduction of unemployment benefits, and introduction of return-to-work incentives, some states have begun to bounce back.

WalletHub recently released findings on which states are making the biggest gains by comparing unemployment metrics from various dates relevant to the pandemic. Here are the top 10:

  1. South Dakota
  2. Utah
  3. Nebraska
  4. Vermont
  5. Idaho
  6. Kansas
  7. Montana
  8. Alabama
  9. New Hampshire
  10. Iowa

Hire and Retain the Best Workers

Two people shaking hands during an interviewThe country is on its way back to pre-pandemic norms in terms of employment rates, and Sprockets is doing what we do best to help get businesses back on track. Our AI-powered platform empowers owners and operators to find the ideal new hires. Plus, it augments sourcing with free job posting ($400+ value) and virtual recruiters that send immediate alerts when they discover candidates who would be excellent fits for their teams.

It’s not magic — it’s logic. Schedule a demo today to see how Sprockets reveals shared characteristics among top-performing employees and incoming applicants to improve retention!

A man on a laptop with text reading "25 States Reducing Unemployment Benefits"

Which States Have Decided to Reduce Unemployment Benefits?

Which States Have Decided to Reduce Unemployment Benefits? 1016 528 Sprockets

The COVID-19 pandemic has created one of the worst economic downturns since the financial crisis of 2008, leading both federal and state governments to quickly bring relief to millions of Americans who suddenly lost their jobs. State leaders agreed on the need to increase the number of unemployment benefits being provided to their citizens during this time.

Now, states have begun to open up once again, prompting governors to propose dates when federal unemployment benefits should be reduced. The following includes a list of the states that are seeking — or have already approved — a plan to reduce unemployment benefits.

States Reducing Unemployment Benefits

It’s important to note that the official expiration date for the Federal Pandemic Unemployment Compensation (FPUC) is September 6, 2021. Although federal funds would still be available to states, many leaders have chosen to end the programs before September 6 in an effort to encourage people to get back to work. This means that benefits such as the extra $300 per week supplement will be removed.

June 12 | Alaska, Iowa, Mississippi, Missouri

June 12 is the earliest date set to terminate benefits. These reduced unemployment benefits will affect Americans in Alaska, Iowa, Mississippi, and Missouri. Dr. Tamika L. Ledbetter, Alaska’s Department of Labor and Workforce Development Commissioner, has stated that Alaska’s economy is open, and employers are ready and willing to bring people back to work. The same sentiment is shared among the other three states who have chosen June 12 to bring an end to COVID-19 unemployment benefits.

June 19 | Alabama, Idaho, Indiana, Nebraska, New Hampshire, North Dakota, West Virginia, Wyoming

Just a week later, the states of Alabama, Idaho, Indiana, Nebraska, New Hampshire, North Dakota, West Virginia, and Wyoming will end the COVID-19 unemployment benefits. Governor Kay Ivey of Alabama defends the move by saying that many business owners have come to her stating that they are having a difficult time finding people to hire. 

Opponents of this move point to small business owners and other self-employed Americans who would normally be denied unemployment during COVID-19 but are keeping themselves afloat due to the additional federal funds and removal of certain restrictions.

June 26 | Arkansas, Oklahoma, Utah, Florida, Georgia, Ohio, South Dakota, Texas

Spearheaded by Texas Governor Gregg Abbott, the states of Arkansas, Oklahoma, Utah, Florida, Georgia, Ohio, South Dakota, and Texas will effectively opt out of 2021 unemployment funds from the U.S. Department of Labor on June 26. Texas Governor Gregg Abbott stated that those on unemployment benefits are equal to the jobs available in Texas.

June 27 – July 10 | Montana, South Carolina, Tennessee, Maryland, Arizona

Some of the last states to reduce unemployment benefits include Montana on June 27, South Carolina on June 30, Tennessee and Maryland on July 3, and Arizona on July 10. Although these are some of the latest dates on the list, they are still a far cry from the September 6 deadline set by President Biden and Congress.

Business Owners Are Turning to Sprockets’ Staffing Solution

A man looking at job applicants on a tabletIt’s challenging to attract applicants, especially the ideal ones for open positions with the current labor crisis. Luckily, Sprockets offers an AI-powered solution with all of the tools necessary to quickly stabilize and maintain healthy staffing levels. 

The Sprockets platform features free posting to popular job boards ($400 value), personality assessments, virtual recruiters, and a sophisticated applicant matching system that reveals which applicants will perform like your best employees. It’s proven to be effective, improving 90-day retention by 43%, and it’s loved by business owners across several top brands. Curtis Wilhelmi of McDonald’s states, “It’s a no-brainer!”

A woman holding a paycheck with text reading "9 Companies Offering Hiring Bonuses to New Workers"

These Companies Are Currently Offering Hiring Bonuses

These Companies Are Currently Offering Hiring Bonuses 1016 528 Sprockets

The COVID-19 pandemic has resulted in many companies offering hiring bonuses to employees amidst the uncertain job market. The bonuses provide additional motivation to workers and set organizations apart from other businesses. Furthermore, hiring bonuses are a cost-effective method because they are a one-time cost, unlike salaries. The incentives can average around 20% of an employee’s annual salary, but the figure varies from company to company.

Some of you might wonder, “What is a hiring bonus, and how can I get one?” Let’s dive into the topic and show you a few of the businesses that have decided to offer sign-on bonuses to attract potential workers.

9 Companies Offering Hiring Bonuses to New Workers

1. Amazon

It is the second-largest retailer after Walmart, employing approximately 1.2 million people. The pandemic led to a surge in online shopping, causing the company to hire more delivery and warehouse workers to keep up with the demand.

The current Amazon hiring bonuses are for new employees who pack and ship online orders. For example, some workers can get a $1,000 sign-on bonus and an additional $100 if they have received the COVID-19 vaccination. There are opportunities in several states, such as Kentucky, New Jersey, and Washington.

2. McDonald’s

One of the world’s most prominent fast-food service restaurants, serving approximately 69 million customers, is also offering hiring bonuses to new crew members. Since franchisees own many McDonald’s locations, the incentives can vary significantly. In some cases, workers can receive a $500 sign-on bonus as well as a $50 incentive just for showing up for an interview!

3. Chipotle

Chipotle has introduced several incentives to attract applicants during the COVID-19 pandemic. One recent development is a $200 employee referral bonus for crew members and an additional $750 for an apprentice or general manager position. The increase in bonuses and wages is due to Chipotle’s recent expansion plan, which seeks to fill 200 new locations with staff.

4. Christus Health

This non-profit organization with over 600 locations is offering opportunities for health workers in various specialties with sign-on bonuses of approximately $6,000 to $10,000. The incentives aim to increase their applicant pool during a time when health care workers are desperately needed in communities across the country and the world.

5. General Dynamics Information Technology

General Dynamics Information Technology offers opportunities for technicians and engineering specialists, and their new hiring bonus is approximately $10,000. They also offer an $8,000 bonus to current employees who refer a new employee. The jobs are widespread across various states in the country.

6. Bartlett Plumbing and Heating Company 

People can earn hiring bonuses for HVAC work, as well! Bartlett Plumbing and Heating Company has full-time openings for employees in Michigan with sign-on bonuses of $1,000 that are paid after 90 days of employment.

7. Expanding Horizons

Expanding Horizons is an adult foster care group that offers rehabilitation services to patients with mental illnesses and brain injuries. The company has several open roles with bonuses of $500 after working for three months and a 2% wage increase after six months.

8. Hilton Hotels

If you’re looking for a sign-on bonus in the hospitality industry, then you’re in luck. The Hilton group of hotels and resorts currently offers hiring incentives for various full and part-time positions, including front desk agents, housekeepers, overnight cleaners, and room attendants. Many of the positions offer hiring bonuses of between $300 to $1,500!

9. Continuum Behavioral Health

This organization provides services to people with learning and behavioral disabilities. It has an immediate need for board-certified behavior analysts, providing $5,000 signing bonuses to fill positions in various locations across the country. There are both full-time and part-time job openings in these areas. Continuum Behavioral health also offers competitive salaries and remuneration packages, offering flexible working schedules.

An Additional Solution for Employers During the Labor Crisis

SprocketsAre you a business owner or manager considering the possibility of offering hiring bonuses to attract new employees? It can be an attractive option for both you and job seekers, but it only provides part of the solution to the current labor crisis.

It’s crucial to not only attract applicants, but also make sure that they are the ideal fit for your business. Otherwise, you risk costly employee turnover and having to go through the hiring process all over again. That’s where Sprockets comes in. Our AI-powered platform has all the tools you need to increase applicant flow, screen candidates, and help you hire more employees like your top performers. We even offer free posting to top job boards and “Virtual Recruiters” who handle most of the work for you. It’s not magic — it’s logic.

Schedule a demo now to discover how Sprockets can solve your staffing problems and improve overall employee retention!